H-1B Visa Compensation Specialist Jobs
Compensation Specialist roles qualify for H-1B visa sponsorship as specialty occupations requiring at least a bachelor's degree in human resources, business, or a related field. Employers filing LCAs must certify they'll pay the DOL prevailing wage for your location and job level, making wage transparency a built-in feature of the process.
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Get Access To All JobsINTRODUCTION
We believe that the way people interact with their finances will drastically improve in the next few years. We’re dedicated to empowering this transformation by building the tools and experiences that thousands of developers use to create their own products. Plaid powers the tools millions of people rely on to live a healthier financial life. We work with thousands of companies like Venmo, SoFi, several of the Fortune 500, and many of the largest banks to make it easy for people to connect their financial accounts to the apps and services they want to use. Plaid’s network covers 12,000 financial institutions across the US, Canada, UK and Europe. Founded in 2013, the company is headquartered in San Francisco with offices in New York, Seattle, Washington D.C., Raleigh, London, and Amsterdam.
The Compensation team designs, manages, and evolves Plaid’s compensation strategy to attract, retain, and motivate world-class talent. We make sure compensation is fair inside the company and competitive in the market. We work on programs that connect directly to Plaid’s business goals and employee experience — using data and insight to make equitable, well-informed decisions. Our work spans cash and equity program design, annual and mid-year review cycles, benchmarking, and exec comp support. In this role, you will own compensation support for specific client groups and take the lead on cycle operations and comp tooling across the team. You’ll work alongside a sharp team and closely with Plaid’s Head of Total Rewards. You’ll have clear ownership of your domain from day one, with real exposure to equity program mechanics, exec comp, and board-level deliverables.
Responsibilities
- Own comp support for specific client groups — offers, promos, manager/HRBP questions — with a high bar for speed and accuracy
- Lead configuration and rollout of annual and mid-year compensation cycles in Workday and comp tooling
- Manage and maintain Plaid’s comp systems: Compa, Pave, and external survey tools (Compensia, Radford)
- Run benchmarking analysis — job matching, market data pulls, competitive pay positioning
- Maintain compensation band and zone data; ensure ranges stay current and accurate
- Build and maintain complex models in support of program design and leadership decisions
- Partner closely with other team members on high-priority workstreams and peak-season capacity
QUALIFICATIONS
- 5–8+ years of experience in compensation or total rewards
- Hands-on experience owning or co-owning a compensation cycle (YE or mid-year)
- Benchmarking experience: job matching, survey submissions, competitive analysis
- Strong analytical skills — you build and own complex models, not just populate templates
- RSU/equity experience — you understand how equity comp works and can explain it clearly
- Systems fluency — comfortable in at least one comp tool (Workday, Compa, Pave, or equivalent)
- Nice to have: private/pre-IPO experience, EPD client support, Plaid tech stack familiarity
Our mission at Plaid is to unlock financial freedom for everyone. To support that mission, we seek to build a diverse team of driven individuals who care deeply about making the financial ecosystem more equitable. We recognize that strong qualifications can come from both prior work experiences and lived experiences. We encourage you to apply to a role even if your experience doesn't fully match the job description. We are always looking for team members that will bring something unique to Plaid!
Plaid is proud to be an equal opportunity employer and values diversity at our company. We do not discriminate based on race, color, national origin, ethnicity, religion or religious belief, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, military or veteran status, disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state, and local laws. Plaid is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance with your application or interviews due to a disability, please let us know at accommodations@plaid.com. Please review our Candidate Privacy Notice here.
Additional compensation in the form(s) of equity and/or commission are dependent on the position offered. Plaid provides a comprehensive benefit plan, including medical, dental, vision, and 401(k). Pay is based on factors such as (but not limited to) scope and responsibilities of the position, candidate's work experience and skillset, and location. Pay and benefits are subject to change at any time, consistent with the terms of any applicable compensation or benefit plans.
COMPENSATION RANGE
- Compensation Range: $122,880 - $192,000
INTRODUCTION
We believe that the way people interact with their finances will drastically improve in the next few years. We’re dedicated to empowering this transformation by building the tools and experiences that thousands of developers use to create their own products. Plaid powers the tools millions of people rely on to live a healthier financial life. We work with thousands of companies like Venmo, SoFi, several of the Fortune 500, and many of the largest banks to make it easy for people to connect their financial accounts to the apps and services they want to use. Plaid’s network covers 12,000 financial institutions across the US, Canada, UK and Europe. Founded in 2013, the company is headquartered in San Francisco with offices in New York, Seattle, Washington D.C., Raleigh, London, and Amsterdam.
The Compensation team designs, manages, and evolves Plaid’s compensation strategy to attract, retain, and motivate world-class talent. We make sure compensation is fair inside the company and competitive in the market. We work on programs that connect directly to Plaid’s business goals and employee experience — using data and insight to make equitable, well-informed decisions. Our work spans cash and equity program design, annual and mid-year review cycles, benchmarking, and exec comp support. In this role, you will own compensation support for specific client groups and take the lead on cycle operations and comp tooling across the team. You’ll work alongside a sharp team and closely with Plaid’s Head of Total Rewards. You’ll have clear ownership of your domain from day one, with real exposure to equity program mechanics, exec comp, and board-level deliverables.
Responsibilities
- Own comp support for specific client groups — offers, promos, manager/HRBP questions — with a high bar for speed and accuracy
- Lead configuration and rollout of annual and mid-year compensation cycles in Workday and comp tooling
- Manage and maintain Plaid’s comp systems: Compa, Pave, and external survey tools (Compensia, Radford)
- Run benchmarking analysis — job matching, market data pulls, competitive pay positioning
- Maintain compensation band and zone data; ensure ranges stay current and accurate
- Build and maintain complex models in support of program design and leadership decisions
- Partner closely with other team members on high-priority workstreams and peak-season capacity
QUALIFICATIONS
- 5–8+ years of experience in compensation or total rewards
- Hands-on experience owning or co-owning a compensation cycle (YE or mid-year)
- Benchmarking experience: job matching, survey submissions, competitive analysis
- Strong analytical skills — you build and own complex models, not just populate templates
- RSU/equity experience — you understand how equity comp works and can explain it clearly
- Systems fluency — comfortable in at least one comp tool (Workday, Compa, Pave, or equivalent)
- Nice to have: private/pre-IPO experience, EPD client support, Plaid tech stack familiarity
Our mission at Plaid is to unlock financial freedom for everyone. To support that mission, we seek to build a diverse team of driven individuals who care deeply about making the financial ecosystem more equitable. We recognize that strong qualifications can come from both prior work experiences and lived experiences. We encourage you to apply to a role even if your experience doesn't fully match the job description. We are always looking for team members that will bring something unique to Plaid!
Plaid is proud to be an equal opportunity employer and values diversity at our company. We do not discriminate based on race, color, national origin, ethnicity, religion or religious belief, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, military or veteran status, disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state, and local laws. Plaid is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance with your application or interviews due to a disability, please let us know at accommodations@plaid.com. Please review our Candidate Privacy Notice here.
Additional compensation in the form(s) of equity and/or commission are dependent on the position offered. Plaid provides a comprehensive benefit plan, including medical, dental, vision, and 401(k). Pay is based on factors such as (but not limited to) scope and responsibilities of the position, candidate's work experience and skillset, and location. Pay and benefits are subject to change at any time, consistent with the terms of any applicable compensation or benefit plans.
COMPENSATION RANGE
- Compensation Range: $122,880 - $192,000
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Compensation Specialist
Map your degree to the role
USCIS requires your degree field to directly relate to compensation analysis. A business, HR, or finance degree strengthens your case. If your degree is in an unrelated field, document how your coursework covers quantitative analysis, labor economics, or pay structures.
Pull prevailing wage data before negotiating
Use the OFLC Wage Search to look up the prevailing wage for your specific SOC code and work location before you enter salary discussions. Your employer's LCA must certify at or above that wage, so knowing the floor protects you.
Target employers with PERM filing history
Companies that have filed PERM applications for HR or compensation roles have already built the compliance infrastructure for employment-based sponsorship. Use Migrate Mate to filter employers by H-1B LCA filing history in compensation and total rewards job categories.
Verify the employer is E-Verify enrolled
H-1B employers must be enrolled in E-Verify. Before accepting an offer, confirm enrollment status directly with HR. Some smaller consulting firms or boutique compensation practices sponsor H-1B workers but haven't formalized E-Verify compliance, which creates filing risk.
Request the LCA before your start date
Ask your employer for a copy of the certified LCA and confirm the job title, worksite address, and wage level match your actual role. Discrepancies between your offer letter and the LCA can trigger RFEs or compliance audits during H-1B adjudication.
Benchmark your role against O*NET classifications
Review the O*NET occupation profile for Compensation, Benefits, and Job Analysis Specialists to confirm your duties align with what USCIS expects for a specialty occupation. Roles that lean heavily on administrative tasks rather than analytical work face higher RFE rates.
H-1B Visa Compensation Specialist: Frequently Asked Questions
Does a Compensation Specialist role qualify as an H-1B specialty occupation?
Yes, provided the position genuinely requires at least a bachelor's degree in a directly related field such as human resources, business administration, finance, or industrial-organizational psychology. Roles focused primarily on data entry or benefits administration without analytical responsibilities may not meet the specialty occupation threshold. The O*NET profile for this occupation supports the degree requirement argument when documented correctly in the I-129 petition.
How does prevailing wage work for H-1B Compensation Specialist positions?
Your employer must file an LCA with the DOL certifying they'll pay at least the prevailing wage for your SOC code, job level, and work location. Wage levels run from Level I through Level IV, and compensation analyst roles at larger companies typically fall at Level II or III. You can verify the applicable wage tier using the OFLC Wage Search before accepting any offer.
Which types of employers sponsor H-1B visas for Compensation Specialists?
Large corporations with dedicated total rewards or HR analytics teams sponsor most H-1B petitions for this role, particularly in tech, finance, healthcare, and professional services. Consulting firms that advise clients on compensation strategy also sponsor, though less frequently. You can search for employers with verified H-1B LCA filing history in compensation roles on Migrate Mate.
Can I transfer my H-1B to a new employer if I change compensation roles?
Yes, H-1B portability under AC21 lets you start working for a new employer as soon as they file a new I-129 petition, as long as your original H-1B has been approved and you've been in valid H-1B status for at least 180 days. The new employer must file a fresh LCA for your specific worksite and role before submitting the transfer petition to USCIS.
Does remote work affect my H-1B LCA if I work as a Compensation Specialist from home?
Remote work creates a worksite compliance issue. If you work from a location not listed on your certified LCA, your employer must file an amended LCA covering that address before you begin working there. The DOL requires the LCA worksite to match where you actually perform your duties, so a home office in a different metro area or state typically requires a new LCA and potentially an amended H-1B petition.